Appendix 2: Reebok's Code of Conduct

(Source: http://www.reebok.com/about_reebok/human_rights/default.asp)

Human Rights Production Standards

A COMMITMENT TO HUMAN RIGHTS
Reebok's devotion to human rights worldwide is a hallmark of our corporate culture. As a corporation in an ever-more global economy, we will not be indifferent to the standards of our business partners around the world. We believe that the incorporation of internationally recognized human rights standards into our business practice improves worker morale and results in a higher quality working environment and higher quality products. In developing this policy, we have sought to use standards that are fair, that are appropriate to diverse cultures and that encourage workers to take pride in their work.

APPLICATION OF STANDARDS
Reebok will apply the Reebok Human Rights Production Standards in our selection of business
partners. Reebok will seek compliance with these standards by our contractors, subcontractors,
suppliers and other business partners.

To assure proper implementation of this policy Reebok will seek business partners that allow Reebok
full knowledge of the production facilities used and will undertake affirmative measures, such as on-site
inspection of production facilities, to implement and monitor these standards.

Reebok takes strong objection to the use of the force to suppress any of these standards and will take
any such actions into account when evaluating facility compliance with these standards.

NON-RETALIATION POLICY
Every factory producing Reebok products will publicize and enforce a non-retaliation policy that permits factory workers to speak with Reebok staff without fear of retaliation by factory management.

NON-DISCRIMINATION
Reebok will seek business partners who do not discriminate in hiring and employment practices, and
who make decisions about hiring, salary, benefits, advancement, discipline, termination and retirement
solely on the basis of a person's ability to do the job.

WORKING HOURS/OVERTIME
Workers shall not work more than 60 hours per week, including overtime, except in extraordinary
business circumstances. In countries where the maximum work week is less, that standard shall apply.
Workers shall be entitled to at least one day off in every seven day period.

FORCED OR COMPULSORY LABOR
Reebok will not work with business partners that use forced or other compulsory labor, including labor that is required as a means of political coercion or as punishment for holding or for peacefully
expressing political views, in the manufacture of its products. Reebok will not purchase materials that
were produced by forced prison or other compulsory labor and will terminate business relationships with any sources found to utilize such labor.

FAIR WAGES
Reebok will seek business partners who share our commitment to the betterment of wage and benefit
levels that address the basic needs of workers and their families so far as possible and appropriate in
the light of national practices and conditions. Reebok will not select business partners that pay less
than the minimum wage required by local law or that pay less than prevailing local industry practices
(whichever is higher).

CHILD LABOR
Reebok will not work with business partners that use child labor. The term "child" generally refers to a
person who is younger than 15 (or 14 where the law of the country of manufacture allows) or younger
than the age for completing compulsory education in the country of manufacture where such age is
higher than 15.

FREEDOM OF ASSOCIATION
Reebok will seek business partners that share its commitment to the right of employees to establish
and join organizations of their own choosing. Reebok recognizes and respects the right of all employees to organize and bargain collectively.

SAFE AND HEALTHY WORK ENVIRONMENT
Reebok will seek business partners that strive to assure employees a safe and healthy workplace and
that do not expose workers to hazardous conditions.

All rights reserved.Copyright 1999 Reebok